People Ops Without the HRIS Tax.
CHROs and VPs People stitch Workday or BambooHR or Rippling for HRIS + Greenhouse for hiring + Lattice/15Five for performance + Culture Amp for engagement + Justworks/Gusto for payroll + custom tools for everything else. The combined annual bill: $200K-2M for mid-market+. Aeion's people stack — Recruit + Workspace + Collab + Governance + Finance + LMS — unifies hiring through retirement on one platform with AI throughout. Flat à-la-carte pricing per module with unlimited users — not per-seat, not per-employee.
What Aeion Delivers for HR Leaders
Hiring + ATS
AI reads every resume against the role's actual requirements, cutting screening time by 50-90% while a five-vector bias detector keeps evaluation criteria consistent across candidates. Async video interviews let candidates interview on their own schedule, and when you click "Hired," the candidate becomes an employee record automatically — no re-keying data into a second system. Replaces Greenhouse, Lever, or Workable. Read Recruit →
Onboarding + Offboarding
Every new hire gets an onboarding playbook with task gates — IT equipment gets provisioned through Workspace, documents get signed through eSign, first-week meetings get auto-scheduled, and HR can see exactly which stage everyone is stuck at. Offboarding runs the same workflow shape in reverse, so nothing gets missed when someone leaves.
Performance + Reviews
Quarterly 1:1s and annual reviews run on a shared cadence with built-in 360° feedback collection and goal/OKR tracking, so managers spend review season having conversations instead of chasing forms. AI reads the pattern across goals, feedback, and recognition to surface who's ready for more responsibility and who needs coaching — before the review conversation, not during it. Replaces Lattice, 15Five, and Culture Amp.
HR Analytics + Workforce Planning
Headcount trends, attrition prediction, comp-band analysis, diversity metrics, and manager-effectiveness scoring all pull from the same live employee data, so there's no exporting to a BI tool and hoping the numbers still match. Replaces Visier or a homegrown Tableau-for-HR build. Read BI →
Compliance + Audit
EEO-1 reporting and per-state employment law requirements get tracked automatically, with every HR action — a leave request, a termination, a policy acknowledgment — captured in one immutable audit trail instead of scattered across systems. Title VII, ADA, and FMLA documentation falls out as a byproduct of doing the work, not a separate compliance project. Read Governance →
Engagement + Culture
Pulse surveys and NPS tracking run at the individual and team level, and recognition workflows let peers give visible feedback in the flow of work — a live pulse woven into daily use of the platform instead of a bolted-on Culture Amp survey nobody remembers to check.
L&D + Training (LMS)
Learning paths get assigned by role, certifications get tracked automatically, and required compliance training — anti-harassment, security, data privacy — runs through the same system employees already live in, instead of a separate Cornerstone or Udemy Business login nobody logs into. Replaces Cornerstone, Udemy Business, and 360Learning. Read LMS →
HR AI
AeionClaw's HR assistant drafts job descriptions, screens candidates, flags flight-risk employees before they hand in notice, drafts performance-review feedback for managers to edit, and surfaces internal-mobility matches you'd otherwise miss. Every action it takes is audit-logged, so HR compliance doesn't have to take AI on faith.
The HR Stack Math
Typical HR stack for 500-employee company:
- Workday HCM: $50-150K/year base + per-employee module fees = $200-500K/year
- Greenhouse (or Lever): $30-100K/year for hiring
- Lattice (or 15Five): $7-15/employee/month = $42-90K/year
- Culture Amp: $5-10/employee/month = $30-60K/year
- 15Five for goals: separate or bundled
- Justworks / Gusto for payroll: $40-80/employee/month
- BambooHR (if mid-market alt to Workday): $10-30/employee/month = $60-180K/year
- Cornerstone / 360Learning LMS: $30-100K/year
- Per-add-on (background checks, surveys, recognition): $30-100K/year
- Total: $400K-1.5M/year
Aeion replacement (500 employees):
- Aeion module pricing (Recruit + Finance + LMS on their à-la-carte tiers, plus flat-priced Workspace + Collab): $3,300-5,460/year. Governance and AeionClaw are included free with any module — unlimited users on every module, so headcount doesn't change the bill.
- LLM inference (HR AI): $5-20K/year
- Background check provider (Checkr/Sterling): pass-through, ~$30K/year
- Total: $38-55K/year
Year-1 savings: $345K-1.46M for mid-market 500-employee company
The bigger value: one identity, one audit trail, one comp plan, one performance review cycle.
- HR ops time per employee transaction (hire/leave/promote): -50-70%
- New-hire onboarding completion: +30% (clearer task gates)
- Per-employee data discrepancies: -90% (single source vs syncing across 6 systems)
- Audit prep time: -80% (one log to export)
Per-Lifecycle Workflows
Hire → Onboarding → Performance → Promotion → Offboard:
Hire (Recruit):
- Job description AI-drafted from role + level + comp band
- Multi-source sourcing (LinkedIn, Indeed, employee referrals)
- AI resume screening + 5-vector bias detection
- Async video interview + sentiment analysis
- Interview loop scheduling + interviewer feedback aggregation
- Offer letter generation + e-signature
- Background check via Checkr/Sterling
Onboarding (Workspace + Forge):
- Click "Hired" → employee record auto-created
- Pre-hire task list assigned (IT setup, document signing, first-day comms)
- Equipment provisioning via Workspace integration
- First-week meeting auto-scheduling
- Onboarding buddy assignment
- Per-stage completion tracking
- Day-30 / Day-60 / Day-90 check-in workflows
Performance:
- Quarterly 1:1 framework + auto-scheduled
- Annual review cycle with 360° feedback
- Per-employee goal + OKR tracking
- AI-drafted feedback (manager reviews + edits)
- Comp-cycle workflows (per-band recommendations + approval routing)
- High-performer + coaching candidate identification
Promotion + Internal Mobility:
- Per-role skill profile + employee skill match
- AI surfaces internal candidates for open roles
- Per-employee career path tracking
- Skills-gap-to-promotion analysis
- Mentor matching
Offboard:
- Per-employee offboarding playbook
- Knowledge transfer documentation (Workspace)
- Access revocation across all modules
- Exit interview + sentiment capture
- Per-departure analytics for retention learning
- Per-COBRA / per-state offboarding compliance
Throughout: HR ops automation:
- Per-employee PTO + leave tracking
- Per-employee comp history + adjustment workflows
- Per-employee training compliance status
- Per-employee performance documentation
What HR Leaders Stop Doing
Reconciling employee data across 6 systems
One record per employee is the source of truth — no more syncing hire dates, comp history, or training status between tools.
Manual EEO-1 reporting
Reports auto-generate from live employee data instead of a spreadsheet rebuilt by hand every year.
Per-system audit prep
One immutable audit log covers every HR action, so there's nothing left to reconcile before an audit.
Greenhouse → Workday data import after every hire
Clicking "Hired" converts the candidate to an employee record natively — no export/import step in between.
Manual offboarding checklists
Offboarding runs as a tracked workflow with the same task-gate structure as onboarding.
Pulse-survey response aggregation
Responses roll up automatically into per-team and per-tenure views — no manual tabulation.
Per-state employment law compliance
The Governance module tracks state-by-state requirements so HR doesn't have to.
Per-role compensation banding spreadsheets
Comp bands live natively in the platform, tied to the same role and level data used everywhere else.
HR AI Use Cases
Flight-Risk Detection: Per-employee engagement + tenure + comp-band + manager-effectiveness + recent-promotion patterns. AI surfaces flight-risk employees 60-90 days before resignation. Drives proactive retention conversation.
JD + Role Drafting: AeionClaw's HR assistant drafts job descriptions from the role, level, comp band, team, and company-culture inputs already on file. HR reviews and customizes before posting, and drafts are optimized for inclusive, bias-free language by default.
Performance Review Drafting: Per-employee performance review draft from goal achievement + 360° feedback + peer recognition + meeting summaries. Manager reviews + customizes. Reduces manager review-writing time 60-80%.
Internal Mobility Surfacing: Per-open-role + per-employee skill match. AI surfaces top 3-5 internal candidates per role. Reduces external-hire dependency 15-30%.
Compensation Banding: Per-role + per-level + per-region + per-tenure comp band analysis. AI surfaces pay equity gaps + compression issues + benchmarking drift.
Engagement Pattern Detection: Per-team engagement decay → manager coaching opportunity. Per-employee disengagement → 1:1 prompt. Per-team morale changes → executive notification.
Per-Compliance Risk: Per-state employment law change → flagged for HR review. Per-employee leave status → automatic compliance documentation. Per-incident handling → audit-trail-complete documentation.
HR Leader Questions
Workday is broader (full ERP + finance + procurement in some deployments). Aeion's HR module focuses on people ops (hiring, onboarding, performance, compliance, L&D). For pure HR + adjacent functions, Aeion is significantly cheaper + faster to deploy. For complex multi-entity multi-country payroll, Workday HCM has deeper localization — Aeion partners with regional payroll providers for that 20% case.
Aeion Finance handles payroll calculation + tax + reporting in US. International payroll typically integrated via Singularity with Deel / Remote / Papaya (you pay them for compliance + IRS/HMRC/CRA filings). Most US-only deployments use Aeion native. Multi-country uses Aeion + Deel.
Per-org performance cycle config — annual, semi-annual, continuous, OKR-driven, 360°. Per-role review templates. Per-team rating distribution requirements. Replaces Lattice/15Five's deepest customization.
Native pulse + annual engagement survey + custom topic surveys. Per-team + per-manager + per-tenure cohort analysis. Anonymous aggregation with verification. Replaces Culture Amp's core surveys.
Aeion LMS handles required training (anti-harassment, security, data-privacy) + role-based learning paths + certification tracking. For specialized content (technical skills training), integrate via Singularity with Udemy Business or per-vendor LMS.
Aeion Governance tracks per-state + per-country employment law. US 50-state coverage native. International: framework supports 30+ countries with localized templates. New jurisdiction onboarding: 2-4 weeks.
Per-employee voluntary self-ID + EEO-1 reporting + per-team diversity dashboards + hiring-funnel diversity tracking + comp-equity analysis. Anonymous aggregation prevents individual-level disclosure.
Integrated with Checkr + Sterling + GoodHire + HireRight for background checks. Aeion eSign for offer letters + employment agreements + policy acknowledgments. Per-document audit trail.
Native — per-open-role internal posting first (X days before external), per-employee career-path recommendations, per-role internal-candidate matching via AI. Reduces external-hire dependency 15-30%.